What should an HR or psychology specialist look for in the Empatyzer assessment?
Start with fit for purpose: the Empatyzer assessment is a non-clinical development tool, not an instrument for candidate selection, performance evaluation or clinical diagnosis. Next, check its scope, declared quality parameters and how the results are presented and used.
It covers personality (described with a scientific, multi-dimensional model), sixteen motivational needs, cognitive and affective empathy, and collaboration and work-culture preferences. The psychometric part is language-adapted and normalized on more than 3,000 working-age adults, with declared reliability above α 0.85 and ω 0.86. Results are presented as likely preferences and patterns, not fixed verdicts; the full results belong to the person, and colleagues see only neutral guidance for working together, which the person can turn off. Em’s advice is a separate layer that uses the profile, and the person asking keeps the decision.
Other ways to ask
- how to vet the Empatyzer assessment
- HR due diligence on a psychometric tool
- psychologist review of Empatyzer
- what to check before rolling out the Empatyzer assessment